flexibility stigma and worker’s use of flexible work...
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Flexibility stigma and worker’s use of flexible work
arrangements
Dr. Heejung Chung
Senior Lecturer in Sociology & Social Policy
University of Kent
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The project
ESRC Future Research Leader (Dec 2013 –Oct 2017)
Examines European/UK data to examine who has access to flexible working and its outcomes (especially on work-family outcomes) Data used: European Social Survey, European Company
Survey, European Working Condition Survey, Work Employment Relations Survey, BIS-WorkLife Balance Survey, Understanding Society, G-SOEP
Methods used: multilevel analysis, panel analysis, MG SEM
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Right to flexible working
UK right to flexible working – introduced in 2003, expanded in 2007 and again in 2014
available for parents of children <6 and children with a disability <18 carers of adults and children <17 all workers
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Stall…
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2000 2003 2006 2011
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Slacking off?
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Flexibility stigma
“Flexibility stigma” (Williams et al., 2013) the stigma workers face when using various types of flexible working arrangements - deviate from the image of the ‘ideal worker’
Cech and Blair-Loy (2014) men especially in male dominated occupations face a further “femininity stigma” - deviates from the masculine worker’s image of being the providers rather than the carer (Williams et al., 2013; Cha and Grady, 2014)
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Research question
Flexibility stigma prevalence in the UK
Examine how it influences take up of flexible working arrangements – gender differences / differences for parents vs non-parents
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Data
BEIS Work-Life Balance Survey of 2011 (4th wave)
1874 core+893 boost sample of parents
Parents= with children under 12
Flexibility stigma 1: “People who work flexibly create more work for others.”
Flexibility stigma 2: “People who work flexibly are less likely to get promoted”
strongly agree, agree, neither agree nor disagree, disagree, and strongly disagree
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Predicted probability of having flexibility stigma (BIS WLB 2011)
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35.7%
30.8%31.0%
37.7%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
generate more work negative promotion
non-parent parent
***
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Predicted probability of having flexibility stigma (BIS WLB 2011)
12
31.2%33.0%
38.1%
33.7%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
generate more work negative promotion
women men
***
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Proportion of individuals with flexibility stigma (BIS WLB 2011)
13
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Child <5 child 5-11 Child12-17 No children
Flexible work creates more work for others
women men
0%
5%
10%
15%
20%
25%
30%
35%
40%
Child <5 child 5-11 Child 12-17 No children
Working flexibly less likely to get promoted
women men
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When available, the likelihood of taking of flexible working arrangements and flexibility stigma
14
52.8%
40.4%
52.0%
35.4%
39.4%
25.7%
40.9%
35.6%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
flexitime telework flexitime telework
makes work promotion hard
doesn't have bias has bias
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Gender differences- makes work for others take up of flexible working arrangements
15
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
women men women men
flexitime telework
doesn't have bias has bias
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Conclusion
Despite the increase in work intensity of workers working flexibly, Flexibility stigma prevalent
Parents more likely to fear the consequences of flexible working on their careers
Men more likely to have stigma towards those who work flexibly (male-dominated workplaces)
Flexibility stigma reduces the worker’s likelihood of taking up the arrangement
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Tackling work culture
Largely to do with the ideal work culture norm/presenteeism
We need to tackle these culture – otherwise flexible working may not be as effective of a policy
Senior managers setting a role model
Campaigns
Stronger rights – EC social pillar protection for flexible workers
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Thank you!
@heejungchung@WAFProject